The government recently announced a new pilot scheme aimed at moving away from the “sick note culture”, which it sees as an administrative process, towards a more proactive health support system. These proposals are intended to tackle economic inactivity and assist employees to remain in employment during periods of sickness or return to work earlier. This means employers will now be required to take greater involvement in return-to-work planning, workplace adjustments, and keeping employees connected to work where appropriate. Essentially, the aim is to ensure that employees are supported in the workplace, or by an external support service, before they actually go absent.
As part of its wider objectives to address economic inactivity, the government believes that the current system is not adequate. Whilst patients value the simplicity and accessibility of the current system, employers feel that fit notes are issued too readily and often with insufficient detail, denying them the opportunity to make adjustments and avoid absences.
From July 2026, the schemes will commence in:
Birmingham and Solihull – GPs will issue fit notes where necessary but will then refer the employee to non-clinical support services such as work and health coaches.
Coventry and Warwick – GPs will issue the first fit note, then make future referrals to clinical and non-clinical support services.
Cornwall and Isles of Scilly – GPs will make an immediate referral to a non-clinical support service without issuing a fit note.
Lancashire and South Cumbria – GPs will refer employees directly to a support service comprising both clinical and non-clinical practitioners, again without first issuing a fit note.
The aim is to move away from simply determining whether a person is fit or unfit for work, towards a more proactive system that facilitates the early identification of health issues and explores support that would enable employees to remain in, or return to, work.
This may include increased involvement in return-to-work meetings, earlier and more frequent discussions about workplace adjustments, improved workplace support measures, closer collaboration with health professionals and coaches, and greater emphasis on retaining staff with health conditions in line with employers’ duties under the Equality Act 2010 when dealing with disability issues.
The emphasis is on early identification and the immediate provision of help and support before a medical diagnosis determines a person’s fitness for work. As these proposals are likely to be embedded in future legislation, employers should review their current practices to ensure they are ready to meet the new requirements.
This article is intended as a guide and for information purposes only. Employers are advised to call the HR Helpline on 01455 852 028 to obtain appropriate advice.
